Sourcing &
Channel
Management

Sourcing & Channel Management.

A comprehensive, dynamic candidate sourcing strategy is adaptive and centred on a well-defined plan to locate and attract the best talent. Adopting a smart multi-channel approach can ensure a diverse mix of candidates, each contributing their unique backgrounds, experiences, and perspectives. And organisations that regularly review and challenge their sourcing approaches are better at staying ahead and meeting the changing job market.

While social media platforms are gaining popularity, they mainly enhance brand awareness rather than generate applications. Many best-in-class companies use programmatic advertising, relying on agencies to manage spending and strategically adjust job placements.

Sourcers are specialists.

Innovative organisations recognise that sourcing is a distinct discipline requiring a specific skill set. Sourcers are experienced specialists, leveraging creativity, market intelligence, and research acumen to identify and engage top talent.

Internal talent is utilised.

They view sourcing as more than finding new talent; it involves engaging current employees. Internal mobility programmes are not just talent development, but also a rich hiring source. Clear pathways for growth help retain top talent and foster an environment of internal resource utilisation.

Referrals are valued.

Referral programmes and alumni networks are powerful sourcing channels. Studies show that referred candidates stay longer and perform better. High-performing organisations cultivate these networks to shorten hiring timelines and bring in candidates who are a good fit.

The pipeline is nurtured early.

Companies source talent for early careers through strategic investments in internships and vocational programmes. These initiatives fill entry-level positions and represent a proactive investment in building a pipeline into the company.

Channel management is key.

They excel in managing diverse recruitment channels—strategically tailoring their messaging and using data-driven insights to determine where and how they connect with talent segments on broad platforms and niche sites.

1.

Refine sourcing strategies:

Prioritise continuous refinement of sourcing strategies, embrace
innovation, and adapt to the evolving talent landscape. Incorporate new technologies, leverage data analytics, and explore diverse channels to tap into a broad group of candidates.

2.

Leverage internal and external networks:

Encourage collaboration within the business to tap into existing talent pools and promote internal mobility. Build external partnerships, engage with industry groups, and leverage professional networks to expand your reach.

3.

Precise channel management:

Adopt a strategic approach to managing recruitment channels. Utilise data-driven insights to tailor messages for different segments. Balance broad platforms with targeted niche sites to maximise engagement and ensure your organisation’s talent attraction efforts are efficient and effective.